Shaping the Future of Your Workforce

The Future of Work

Future of Work

Today’s businesses are undergoing a digital transformation. The Internet of Things (IoT) is making smart homes, smart factories, and smart cities possible. Autonomous vehicles are changing the transportation industry. Artificial intelligence and machine learning are enabling predictive approaches to decision making and driving business insights.

This digital transformation that is sweeping industries by storm would not be possible without data. Data is the enabler of new technologies and solutions. Data is where important and actionable business insights are derived. In a recent Udacity webinar titled “Shaping the Future of the Workforce,” the discussion centered on how Artificial and data science are the building blocks of digital transformation and there is a massive skills gap and substantial competition for talent surrounding those skill sets.

Regardless of the industry, companies are struggling to find qualified and experienced talent to not only help make sense of all the data but to use the data to be competitive. “How is your company going to deal with all this new information – as quick as your competition? There are key data job openings you need to fill and time is not on your side,” said Andrew Cartwright, Enterprise Sales Lead at Udacity.

Breakthroughs in machine learning, supported by the huge explosion of data are fueling the rapid rate of growth and development of artificial intelligence (AI) regardless of the industry. AI is at the forefront of a tidal wave of disruption. Employees today not only lack the right set of skills, but the ones they currently have are becoming obsolete over time. And, companies want to integrate AI strategies, but the don’t have the right talent with the right skills. In fact, there are less than 10,000 professionals in the world with the skills necessary to tackle AI. “Yet, we know the talent need for AI is over one million and we currently have over 100,000 students studying AI related fields. So, one of the biggest roadblocks in the active adoption of AI across industries is the sheer scarcity of appropriately skilled professionals,” Andrew Cartwright reiterated.

In order for organizations to bridge the talent gap the webinar stressed four key areas:

  1. establish continuous workforce training,
  2. derive proficiency in real-world skills beyond videos and online tests,
  3. establish ongoing workforce assessment and calibration,
  4. generate access to top-tier talent pool, internal and external

Academic institutions, companies, and online education providers are combining their efforts to find and foster talent. Organizations can enrich their staff through internal training, while at the same time creating the right conditions to accumulate and retain new talent.

The concept of lifelong learning is accordingly transforming from a discretionary aspiration to a career necessity. No longer is it a supplemental luxury to learn new skills, and no longer is learning new skills something you do only when you’re pursuing a significant career change. Being relevant, competitive, and in-demand in today’s fast-moving world requires an ongoing commitment to lifelong learning regardless of your role or career path.

At Udacity, we are committed to very similar objectives and strategies. Our industry partnerships are critical to the success of our approach, both in terms of establishing “a true 21st century curriculum,” and for developing a “clearer view on future skills and employee needs.” Our emphasis on learn-by-doing is fueled by our desire to help see every employee we teach be in-demand.

To watch the replay of the webinar, please go here. To learn more about our Enterprise offerings, you can visit: https://www.udacity.com/enterprise

 

The Talent Right In Front of You

When you invest in the education of your employees, you give your company the gift of a long-term solution to your talent needs

(Originally posted on blog.udacity.com. Written by Christopher Watkins)

The following quote has been variously attributed to everyone from Lao Tzu to Maimonides to Anne Isabella Thackeray Ritchie:

“Give someone a fish, and you feed them for a day. Teach someone to fish, and you feed them for a lifetime.”

Given its ubiquity throughout modern history, it’s clearly a resonant message, and part of its appeal has to do with its broad applicability—it’s germane to so many different use cases.

The quote is generally interpreted as a lesson about self-sufficiency, but it’s also sage advice when thinking about short-term “band-aids” vs. long-term solutions. Why solve something for a day, only to have the same problem again tomorrow? Why not embrace a long-term solution that eliminates the problem once and for all?

Hiring managers and recruiters confront this issue every day. After all, hiring is essentially an act of problem-solving—a company has a need, and the right hiring decision will solve for it. But what IS the right hiring decision? If you’re a company in need of talent, the solution is often right in front of you!

Let’s take the example of a company website.

Company X is a small company. They have a website, but it’s not very good, and it’s becoming a problem. They need a new site, but no one internally has the skills to do the work. What should Company X do? One solution is to hire someone from outside their organization to do the work. In theory, this makes sense, because professionals will know what to do, and how to do it. The challenges with this approach, however, are multi-fold. One obvious issue, is that there’s no real way to know whether the outside entity will do a good job. But the bigger question is, how can you know whether they’ll “get” you? A website isn’t just functional. It’s a symbol of brand identity. It communicates values as much as it provides services. So you want to work with someone who understands who you are as a company. Finding an outside entity that is both reliable, and that understands your brand, is difficult, and even if you DO find someone, they’re not yours for keeps. They do the work, then they’re off to the next client.

Hiring an outside entity often results in a “fed for a day” solution. If all goes well, you’ll get your new site, but as your company expands and evolves, you’ll be hungry again soon.

So what’s the alternative?

If you’re in a Company X kind of a situation, take a moment to look around you. What do you see? Chances are, what you see are dedicated, reliable, hardworking individuals who are committed to your company, and who most definitely “get” you. But at first glance, you might not be seeing the people who can build your new site.

Or are you?

Here at Udacity, we think you are! We think there are people at your company right now, who are just a Nanodegree program away from giving you exactly what you need. Don’t believe us? Poll your employees today. Find out whether someone at your company harbors an interest in web development. Chances are, there’s someone who’d jump at this kind of opportunity.

So, here’s a suggestion for companies in need of talent. Instead of investing in a one-time, short-term approach, invest in a Nanodegree program on behalf of one or more of your employees instead, and give your company the gift of a long-term solution to your talent needs.

Employees, this is an action item for you as well. If you’ve got a passion for something, and you think pursuing your passion can help your company, speak up! That’s what Kat Halo did. Her company hired someone else to do their marketing, but Kat knew she could do a better job. She took it upon herself to learn digital marketing with Udacity, and now, she’s doing marketing for her company!

There are a great many tangible benefits to hiring from within. A recent CareerBuilder article affirms that you’ll save money and see better performance, and Adam Foroughi, writing for Entrepreneur, notes the following:

  1. Motivated employees work harder.
  2. Opportunity, happy people = higher retention.
  3. Internal hires adapt better to new roles.

And finally, as noted in a recent article from Inc., “Wharton research shows that external hires cost18 to 20 percent more than those  promoted from within.”

In a world marked by rapid technological advancement, more and more companies all across the hiring landscape are embracing digital transformation initiatives, and this is leading them to look anew at the talent within their own ranks. At Udacity, our Enterprise team works directly with hundreds of different companies who are investing in their employees by proactively offering opportunities to reskill and upskill through our Nanodegree programs. If you’re not yet investing in the talent you already have, now’s a really good time to consider doing so!

Let’s now return to our quote:

“Give someone a fish, and you feed them for a day. Teach someone to fish, and you feed them for a lifetime.”

The key lesson here lies in the distinction between “a day” and “a lifetime.” As a company, when it comes to making hiring decisions, you want to invest in a long-term solution that works for the long term, and that’s what investing in the development of existing employees is all about. When you need talent, you often need look no further than the people right in front of you.

Enabling companies to bridge the Artificial Intelligence gap with Nanodegree programs

Emerging areas, such as machine learning, artificial intelligence (AI) and big data, require special skill sets in high demand. Beyond traditional four-year degrees and time-intensive training programs, the alternative paths to developing those skills are limited. The learning required is not something that can be accomplished through a Netflix or YouTube-style exploration of a catalog of videos. Training in machine learning or AI requires deeper, more structured learning and commitment.

As AI moves beyond proof-of-concept and sandbox implementation, companies are looking to recruit top machine learning talent, cultivate AI skills across their workforce, and begin to use this amazing set of technologies for incredible outcomes. There’s just one problem. There’s still not enough AI experts out there to make this a reality – and a huge AI skills gap is opening up as a result. Continue reading “Enabling companies to bridge the Artificial Intelligence gap with Nanodegree programs”

What is Artificial Intelligence?

Answers to some of the most commonly asked questions about AI

Artificial Intelligence (AI) is the world’s most exciting frontier for knowledge and technology. Everywhere you look, people are talking about intelligent machines improving our lives. For all of the excitement, many of the concepts and applications are still highly technical, and can be confusing if you’re not familiar with the basics of AI. If you, your company and your employees have questions, you certainly aren’t alone!

Read on to learn answers to some of the most commonly asked questions about AI.

What is Artificial Intelligence?

This is an important first question; here are key definitions everyone should know:

Artificial Intelligence

Artificial Intelligence is a branch of computer science focused on building computers and machines that can simulate intelligent behavior. Artificial Intelligence systems are able to perform tasks traditionally associated with human intelligence, such as visual perception, speech recognition, decision-making, and translating languages.

Algorithms

An algorithm is a series of mathematical instructions created for a machine to follow. Think of it as simple step-by-step instructions: do A, then B, then C. In AI, programmers create algorithms that tell a computer to look at data, identify a problem, and learn from its attempts to solve the problem.

Machine Learning

Machine learning is one of many algorithms used in AI. The machine learning field is concerned with designing programs that learn to make predictions from data, alone, without requiring assistance from a programmer. These algorithms are used in applications such as music recommendations, spam filtering, and fraud detection.

Deep Learning

Deep learning is built on neural networks, a kind of machine learning model structured in a way that resembles neurons in a human brain. In a neural network, artificial neurons are arranged in interconnected layers. There is an input layer to receive data from the outside world, and there is an output layer which dictates how the system will respond to the information. Between these two layers, there are additional “hidden” layers of neurons, which process data by putting a numerical weight on the information they receive from the preceding layer, and passing this information to the next layer in the network. A neural network can solve very complex problems because of the huge quantity of neurons working together. Deep learning gets its name from “deep” neural networks, with dozens or even hundreds of hidden layers. These networks are powering the AI revolution with state-of-the-art object detection, machine translation, and audio synthesis.

Natural Language Processing

Natural language processing is how we get computers to understand, process, and manipulate human language. To achieve this, a computer needs to be able to “understand” a huge amount of information—from grammar rules and syntax, to different colloquialisms and accents. In a speech recognition system, for instance, human voice input becomes audio data, which then gets converted to text data, a difficult process in itself. This text data can then be used in an “intelligent” system for various applications such as translators, or controlling devices like TVs.

Computer Vision

Computer vision is aimed at helping computers identify and process images in the same way humans do. Just as we learn to distinguish between the faces of different people, computer vision aims to teach machines to recognize different objects that it “sees” through a camera. It does this by looking at individual pixels, identifying different colors, and converting them to a numerical value, then looking for patterns so that it can identify groups of similarly colored pixels and textures. This helps it identify different objects.

Where is AI already being used?

AI is already present in many aspects of our lives. Examples include:

  • Smart Assistants. Smart assistants, such as Siri, Alexa, and Cortana, use natural language processing to understand voice commands—setting reminders, finding music, answering questions, even adjusting your thermostat—all from a home speaker or your smartphone.  
  • Car “Autopilots.” Cars on the road today already use computer vision to operate a range of safety systems—such as tracking traffic around your car, and braking autonomously if the system perceives a danger ahead. To do this, the car needs to be able to rapidly identify different images, predict what could happen, and make a decision on what to do.
  • Recommending Purchases. Popular shopping websites use AI to track what you browse, what you buy, and what you save to look at later. It then uses this information to better tailor the products and services it recommends to you. As the customer, this saves you time searching for what you want. For retailers, it means being able to predict demand for products so they have the right stock in the right places. This improves delivery times and maximizes their chances they are able to sell you something you actually need.
  • Protecting your money. AI is used to constantly monitor bank accounts for potentially fraudulent activities. AI systems track all your purchases over time, and build a profile of your spending habits. The system can then rapidly flag any purchases that seem unusual. For example, if 99 percent of your purchases happen in your hometown, then suddenly a slew of purchases in another country show up, your bank can contact you to check if your card has been stolen.
  • Ride-sharing. Ride-sharing apps like Uber use machine learning to accurately predict when the car you book will arrive. When your app tells you that your driver will be arriving in three minutes, machine learning has been used to analyze the data from millions of previous customer trips to hone that prediction. AI techniques are also used to determine how many cars Uber needs to have on the road at any given time, and in what areas; for example, helping ensure there are extra cars around major stations at peak commuting times.

What AI developments are set to change the world?

Here are some of the most exciting AI developments experts expect to see in the future:

  • Fully automated transportation. AI will play a major role in the development of fully automated transportation systems—from self-driving cars to flying vehicles. Advanced AI systems will help vehicles react safely and intelligently to variable conditions such as other traffic, weather, and road conditions. This will result in transport that is much safer, quicker, and far less stressful than being in control ourselves. Autonomous transportation solutions will also reduce the amount of time people waste commuting through traffic, and free them up for more productive activities.
  • Taking over dangerous jobs. Some jobs are inherently dangerous—such as working with hazardous chemicals. As AI develops, robots with the capacity to make intelligent, independent decisions can take over these roles and remove the need for people to risk their lives doing them.
  • Faster and more accurate medical diagnosis. AI can help doctors increase the speed and accuracy by which they diagnose and treat medical conditions. Doctors will work with AI systems that can access a global database of medical conditions. The AI machine will compare patient symptoms with similar cases, and make recommendations almost instantly.

AI is poised to be the defining technology of the 21st Century. If you are ready to transform your workforce, provide critical upskilling for your teams, and gain competitive advantage, Udacity for Enterprise has a solution that is right for your organization.

To learn more, begin here.

Today’s Talent, Tomorrow Skills: Udacity’s Job Guarantee

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The current hiring landscape brings with it some significant challenges, and Udacity understands how difficult it is to keep up with the pace of technological change. But we also know that you’re committed to overcoming whatever hurdles stand in your way, and that talent acquisition is instrumental to your company’s success. Through our work with dedicated learners driven to pursue the most amazing career opportunities available, and courtesy of our critical industry partnerships, we have been able to amass a wealth of insight into the state of today’s hiring needs, and we believe we have found a way for you to hire faster better, and smarter.

Continue reading “Today’s Talent, Tomorrow Skills: Udacity’s Job Guarantee”

AT&T’s Transformational Journey

“Never has there been a greater need for people who not only understand concepts at work, but can put them into immediate practice to move the business.” – Nate Edwards, Vice President of AT&T University

 

Sophisticated, progressive technology is an indispensable necessity for any business that wishes to maintain relevancy in the modern global climate of rapid growth, innovation, and change. Companies must not only transform how they provide goods and services to consumers; they must transform internally as well. To be competitive, companies need extraordinary talent. Upskilling your workforce is one of the single most important projects your organization can undertake. AT&T, recognizing the critical importance of internal development, recently took some remarkable steps to upskill and transform its workforce.

Since its founding in 1885, AT&T has been no stranger to change. Because of its ability to embrace transformation, the company is even more relevant today than it was over a century ago. Its most recent evolution, from a telecom company to a full-fledged technology company, hinged on the upskilling of thousands of employees.

Continue reading “AT&T’s Transformational Journey”

The Ultimate Guide to the Most Productive Android Team Ever

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When Android development teams talk about being the best, what do they really mean? Did they hire the most talented developers, and what makes those developers so exceptional at their jobs? In some industries, we have rubrics to distinguish the qualified from the exceptional, but for the vast majority of engineering roles, there is no single unit of measurement to guide us as we build and train our teams.  

Ask any engineering leader what the strongest indicator of a stand-out Android developer is and undoubtedly you will hear about her ability to learn new skills and grow alongside the rapidly changing landscape of mobile technology. Great developers are constantly evolving to meet the demands and business needs of their organizations, so how can you provide the resources your team needs to ship higher quality product more quickly and execute more efficiently?

Continue reading “The Ultimate Guide to the Most Productive Android Team Ever”

[Infographic] Where You Can Find Great Android Developers

Hint: They are closer than you might think

Google’s dominance in the global marketplace continues to place Android at the forefront of mobile platforms and top of mind for companies trying to compete in the global econonmy. As demand for Android grows, so does the need for experienced developer teams who understand how to execute on the very latest releases from the platform. However, hiring top Android talent remains highly competitive. The good news is that building a team from scratch is not the only option.

Continue reading “[Infographic] Where You Can Find Great Android Developers”